Does good internal communication enhance life satisfaction?

2020 ◽  
Vol 24 (4) ◽  
pp. 363-376
Author(s):  
Dubravka Sinčić Ćorić ◽  
Nina Pološki Vokić ◽  
Ana Tkalac Verčič
Keyword(s):  
Life Satisfaction ◽  
Satisfaction With Life ◽  
Two Dimensions ◽  
Internal Communication ◽  
Communication Satisfaction ◽  
Common Source ◽  
Informal Communication ◽  
Communication Climate ◽  
Homogeneous Sample ◽  
Content Type

PurposeThe study explored the relationship between the two concepts—internal communication satisfaction (ICS) and life satisfaction. Additionally, the study analyzed the link between eight internal communication dimensions (satisfaction with feedback, satisfaction with communication with immediate superior, satisfaction with horizontal communication, satisfaction with informal communication, satisfaction with information about the organization, satisfaction with communication climate, satisfaction with the quality of communication media and satisfaction with communication in meetings) and life satisfaction.Design/methodology/approachTo exclude the potential impact of contextual factors, we conducted a quantitative field research on a homogeneous sample of 507 respondents, employed in a multinational organization. For the assessment of ICS, we used the Internal Communication Satisfaction Scale (UPZIK), developed by Tkalac Vercic et al. (2009). For the assessment of life satisfaction, we used the satisfaction with life acale (SWLS) developed by Diener et al. (1985).FindingsResults showed a very high, statistically significant correlation between ICS and life satisfaction. All dimensions of ICS are highly correlated with life satisfaction, but this relationship proved to be the strongest between life satisfaction and two dimensions of ICS (satisfaction with informal communication and satisfaction with communication climate).Research limitations/implicationsOur study has three general limitations: (1) the dataset is of cross-sectional nature, which prevents inferring causality between variables; (2) a common source bias is present (ICS and life satisfaction are measured from the same source) and (3) we used self-reports [given the subjective nature and others’ reports of life satisfaction yield weaker but similar results (Erdogan et al., 2012)].Originality/valueWe identified satisfaction with internal communication, as a work domain that has not yet received attention in the management literature, to have an important role in life satisfaction. Among others, we found satisfaction with informal communication and satisfaction with communication climate to be especially relevant ICS dimensions, implying that organizations should primarily cultivate non-formalized dimensions of internal communication—a positive communication environment.

Internal communication satisfaction and employee engagement as determinants of the employer brand

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anja Špoljarić ◽  
Ana Tkalac Verčič
Keyword(s):  
Employee Engagement ◽  
Internal Communication ◽  
The Body ◽  
Communication Satisfaction ◽  
Common Source ◽  
Cross Sectional ◽  
Content Type ◽  
Employer Brand ◽  
Employer Attractiveness ◽  
The Relationship

PurposeThis study aims to contribute to the understanding of internal communication and its connections to engagement and employer brands. The authors wanted to test the relationship between the three variables and explore if employees' perception of employer brands is affected by internal communication satisfaction and engagement. Creating a desirable employer brand can have significant benefits for organizations, such as higher employee satisfaction, employee engagement and retention. It is crucial to have a clear grasp of how the determinants of these relationships affect each other.Design/methodology/approachA total of 1,805 employees participated in a large communication survey that measured internal communication satisfaction, employee engagement and perception of employer brand (operationalized as employer attractiveness). To test the relationship between variables, the authors used multiple regression analysis.FindingsThe results show internal communication satisfaction and employee engagement as significant predictors of employer brand. All of the internal communication satisfaction dimensions and two out of three employee engagement dimensions have been identified as determinants of at least two employer attractiveness dimensions.Research limitations/implicationsLimitations include using a cross-sectional dataset, which reduces the possibility of determining causality, using self-reports and a common source bias.Originality/valueThe authors added to the body of knowledge by analyzing the effects of workplace attitudes on attitudes toward the organization. The authors found that both internal communication satisfaction and employee engagement significantly shape the perception of employer brands.

Building organizational trust through internal communication

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nina Pološki Vokić ◽  
Milka Rimac Bilušić ◽  
Dijana Najjar
Keyword(s):  
Organizational Trust ◽  
Field Research ◽  
Internal Communication ◽  
Communication Satisfaction ◽  
Communication Climate ◽  
Satisfaction Scale ◽  
Content Type ◽  
Five Dimensions ◽  
Employees Satisfaction ◽  
Immediate Supervisor

PurposeAlthough multiple research studies disclosed that internal communication is effective in building trust within organizations, the link between employees' satisfaction with internal communication and their trust in their employers has not been explored. The paper explores the interrelationship between eight facets of internal communication satisfaction (ICS) and five dimensions of organizational trust (OT).Design/methodology/approachThe quantitative questionnaire-based field research was conducted on a sample of 289 employees. For the assessment of the ICS, the Internal Communication Satisfaction Scale – UPZIK developed by Tkalac Vercic et al. (2009) was used. OT was assessed using the scale developed by Shockley-Zalabak et al. (2000).FindingsThe research revealed a statistically significant positive relationship between the ICS and OT, both when considering five individual OT dimensions and the overall OT. Moreover, two ICS dimensions – “Satisfaction with communication climate” and “Satisfaction with communication with immediate supervisor” – were found to be the strongest predictors of OT.Originality/valueThe research adds to the discussion of antecedents of trust in organizations by positioning the ICS as a powerful generator of OT.

scholarly journals THE ROLE OF COMMUNICATION IN ENHANCING EMPLOYEES ORGANIZATIONAL COMMITMENT

2021 ◽  
Vol 9 (08) ◽  
pp. 1109-1124
Author(s):  
Olomu Abome Bright ◽  
Keyword(s):  
Organizational Commitment ◽  
Demographic Data ◽  
Communication Channels ◽  
Internal Communication ◽  
Communication Satisfaction ◽  
Informal Communication ◽  
Communication Climate ◽  
Academic Degree ◽  
The Impact

Purpose - The purpose of this paper is to determine the role of communication in enhancing employees organizational commitment. The general objective of the study involves examining the impact of communication satisfaction, communication climate, relationship with superiors, organization integration, media quality, horizontal and informal communication channels, organizational perspective, relationship with other employees, personal feedback and the flow of informationon employees organizational commitment.Design/methodology/approach –The study utilized quantitative research methodology toinvestigatethe reason why employeescommunicate with their superiors and subordinates, the role of communication, their satisfaction and commitment towards their organization. Data was collected using a survey of structured questionnaire. The data analysis was conducted through descriptive statistical analysis by using the Statistical Package for Social Sciences (SPSS). Demographic data such as gender, age, academic degree, experience years, and the management level were analyzed by using frequency distributions and Percentages with the results presented in charts and tables. Inferential statistics were obtained by carrying out correlation and regressions analyses, to test for the correlations between the variables and their influence on employees organizational commitment.Findings and conclusions of the study - The results of the study revealed that communication satisfaction has a significant positive correlation withorganizational commitment, communication climate was also positively correlated to commitment, organization integration and perspective was highly and positively correlated to employees commitment whilepersonal feedback, horizontal and informal communication channels, and relationship with superiors was minimally positively related to employees organizational commitment. Additionally, the regression analysis indicate thatcommunication dimensions, internal communication and organizational integration are closely associated with employees organizational commitment. Therefore, nine (9) hypotheses were developed and tested accordingly to conclude that communication has a significant and direct impact on employees organizational commitment. Furthermore, the main implication of this study is associated with the fact that, organizations could use the findings of this study to develop communication practices and channels that encourage commitment within the organization which might translate to increased innovation, productivity, opportunity, collaboration, and effective commitment. The study also shows that employees organizational commitment can be improved through job enhancement together with matching the individuals values to those of the organization rather than, finding ways and means of improving job satisfaction through different strategies that involves improving the standard of the supervision, decentralization of power and counseling.

Measuring internal communication satisfaction: validating the internal communication satisfaction questionnaire

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ana Tkalac Verčič ◽  
Dubravka Sinčić Ćorić ◽  
Nina Pološki Vokić
Keyword(s):  
Construct Validity ◽  
Psychometric Properties ◽  
Discriminant Validity ◽  
Factor Model ◽  
Internal Communication ◽  
Communication Satisfaction ◽  
Cross Sectional ◽  
Satisfaction Questionnaire ◽  
Content Type ◽  
Causal Direction

PurposeThe study examines the psychometric properties of internal communication satisfaction questionnaire (ICSQ), an instrument originally developed in Croatian. A need for a contemporary instrument validated among a non-English-speaking population of employees who use English as their second language motivated the authors to translate the scale.Design/methodology/approachICSQ was validated on a sample of 507 employees of a large Croatian subsidiary of a multinational bank, where English is the official corporate language.FindingsICSQ displayed satisfactory levels of psychometric properties, retaining the psychometric properties of the original version of the instrument. A confirmatory factor analysis revealed the acceptable model–data fit of the eight-factor model. Additionally, findings supported the reliability and construct validity of the English version of the instrument. Good internal consistencies of all eight internal communication satisfaction (ICS) dimensions and the total ICSQ and an adequate level of scale homogeneity according to the inter-item and inter-total correlations were found.Research limitations/implicationsIn order to generalize the study’s results to other business areas and industries, the study should be replicated in other contexts. Additionally, construct validity was tested by applying cross-sectional design, and therefore, no conclusion can be drawn on the causal direction of the relationship. Finally, the discriminant validity of ICSQ was not tested and should be examined in future studies.Practical implicationsThe resulting 32-item instrument, in English, can be used for empirical and practical purposes in improving internal communication.Originality/valueThe study confirms that internal communication is a multidimensional construct and should be measured as such.

How can WeChat contribute to psychosocial benefits? Unpacking mechanisms underlying network size, social capital and life satisfaction among sojourners

2019 ◽  
Vol 43 (7) ◽  
pp. 1362-1378 ◽  
Author(s):  
Hua Pang
Keyword(s):  
Social Capital ◽  
Life Satisfaction ◽  
Structural Equation ◽  
Satisfaction With Life ◽  
Well Being ◽  
Network Size ◽  
Path Model ◽  
Equation Modeling ◽  
Personal Network ◽  
Content Type

Purpose The purpose of this paper is to systematically unpack whether and how WeChat network size is correlated with perceived social capital and life satisfaction among Chinese overseas students in Germany. Design/methodology/approach Based on a web-based survey data collected from 218 sojourners, zero-order correlation analyses and structural equation modeling were separately implemented to tackle the complicated research questions. Findings Findings demonstrate that an individual’s WeChat network size significantly and directly influences bridging, bonding and maintained social capital. Importantly, a path model demonstrates that these distinct dimensions of social capital are all significant predictors of life satisfaction. Furthermore, the empirical evidence reveals that bridging, bonding and maintained social capital can mediate the association between network size and well-being outcome. Research limitations/implications Theoretically, the paper is an initial attempt contributing to the previous studies on estimating the influence of WeChat friendships on social capital and life satisfaction. Practically, these findings will contribute to a more nuanced understanding of effect of personal network characteristics derived from the dominant media interaction on social connectedness and life quality. Originality/value Despite WeChat is immensely prevalent in Mainland China, only few studies have concentrated on the role of WeChat network size in fostering individuals’ social and psychological development. The work provides unique evidence that number of friends on the emerging technology could indirectly benefit sojourners’ satisfaction with life through processes involving diverse categories of social capital in a trans-cultural environment.

Antecedents of civic virtue and altruistic organizational citizenship behavior in Macau

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sow Hup Joanne Chan ◽  
Oi Mei Kim Kuok
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Civic Virtue ◽  
Two Dimensions ◽  
Communication Satisfaction ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Personal Feedback

Purpose This study aims to investigate the relationships between two dimensions of communication satisfaction – personal feedback and supervisory communication – on outcomes such as altruistic organizational citizenship behavior and civic virtue. Another aim is to examine the mediating role of organizational justice (OJ) between these two dimensions of communication satisfaction and altruistic organizational citizenship behavior and civic virtue. Design/methodology/approach This study is based on a survey conducted in major organizations in Macau SAR, China. Data from 294 respondents who successfully completed the questionnaire is used for the analysis. Findings The results reveal that supervisory communication is significantly and positively associated with altruistic organizational citizenship behavior. Both personal feedback and supervisory communication are significantly and positively associated with civic virtue. OJ is a mediator between personal feedback and civic virtue. OJ also mediates the relationship between satisfaction with supervisory communication and civic virtue. It is intriguing that OJ is not a mediator in the relationship between satisfaction with communication and altruistic organizational citizenship behavior. Research limitations/implications A single city cross-sectional study presents some restrictions on the generalizability of the findings. More studies are needed to understand communication satisfaction – organizational citizenship behavior processes to establish if the findings hold with other samples in other cultures. Practical implications The empirical evidence in this study shows that satisfaction with communication is critical for promoting discretionary behaviors. The mediating roles of OJ between personal feedback and civic virtue and between supervisory communication and civic virtue, clearly indicate that even though a manager may try hard to motivate employees’ participation in discretionary behaviors, whether employees participate in extra-role behaviors depends on their perception of justice. Originality/value This is the first study to examine how altruistic organizational citizenship behavior and civic virtues are influenced by satisfaction with communication. Moreover, the mediating role of OJ has never been tested previously. The findings contribute to the HR literature and provide deeper insights on how to promote citizenship behavior.

Does technology divide or unite generations?

2019 ◽  
Vol 27 (5) ◽  
pp. 1578-1604
Author(s):  
Payal Mehra ◽  
Catherine Nickerson
Keyword(s):  
Organizational Communication ◽  
Generational Differences ◽  
Management Practices ◽  
Media Use ◽  
Interaction Model ◽  
Ease Of Use ◽  
Communication Satisfaction ◽  
Communication Climate ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to investigate the communication preferenc;s reported by different generations in the Indian workplace, as well as investigating the relationship between communication preferences, communication climate and employee satisfaction with the organizational communication. The authors therefore examined managers’ preferences for different communication media across two different generations, as well as their perceptions of the communication climate and their overall satisfaction with their organizations’ communication. Design/methodology/approach The authors tested an interaction model comprising ease of use of communication medium, communication climate and communication satisfaction, on 822 Indian managers belonging to two different generations. In doing so, they used a survey to investigate managers’ preferences for different media, their perceptions of the communication climate within their organizations and their overall satisfaction with the communication that takes place. The authors drew on studies on media richness theory, on communication climate and on inter-generational differences. Findings The findings show that while communication satisfaction in general was low across both generations, Generation Y employees recorded the lowest levels of satisfaction. In addition, a manager’s generational category does not moderate the relationship between media use and communication satisfaction, but it does moderate the relationship between communication climate and communication satisfaction. In terms of the ease of use associated with different types of media, the differences between the generations were largely stereotyped, although moderate media (VC, chat, voicemail) were preferred over rich media (face-to-face meetings) or lean media (fax, memos and emails), by all managers. Practical implications Senior management in India must shed their bureaucratic mind-set to promote openness in the communication choices that are considered acceptable, leading to more effective decision-making and problem solving. Mobile phones, chats, wikis, podcasts, video-conferencing and email should be officially embedded into the organizational communication culture to facilitate state-of-the-art knowledge management practices. More multi-generational teams and mentorship programmes need to be implemented to make a wider variety of media acceptable to all managers, which will in turn improve communication satisfaction. Originality/value This study is original in that it unpacks the influence of media use and communication satisfaction across Gen X and Gen Y, who will be moving into more senior positions in India in the next decade. In doing so, it provides a snapshot of organizational communication in an important emerging economy and provides recommendations as to how organizational communication may be made more effective in the future. Organizations in India and elsewhere can improve their organizational communication by enhancing transparency and by making a wider variety of media accessible, and therefore acceptable, to different generations of managers.

Differential predictors of post-retirement life and work satisfaction

2015 ◽  
Vol 30 (2) ◽  
pp. 216-231 ◽  
Author(s):  
Leena Maren Pundt ◽  
Anne Marit Wöhrmann ◽  
Jürgen Deller ◽  
Kenneth S. Shultz
Keyword(s):  
Life Satisfaction ◽  
Online Survey ◽  
Satisfaction With Life ◽  
Work Satisfaction ◽  
Self Report ◽  
Cross Sectional ◽  
Content Type ◽  
Professional Career ◽  
Occupational Characteristics ◽  
Volunteer Workers

Purpose – The purpose of this paper is to examine the relationship of personal motivational goals and the corresponding occupational characteristics of volunteer, work-related activities in retirement with life and work satisfaction. Design/methodology/approach – Fully retired individuals working for a non-profit organization in their former professional career field on a non-paid basis were surveyed using an online survey (n=661) to assess their motivational goals, the occupational characteristics of their projects, and satisfaction with life and work. Findings – Results suggested that post-retirement volunteer workers differentiated between perceived life and work satisfaction. The motives of achievement, appreciation, autonomy, contact, and generativity significantly directly affected life satisfaction and indirectly affected work satisfaction. Occupational characteristics assessing achievement, appreciation, autonomy, contact, and generativity had direct effects on work satisfaction but not on life satisfaction except for occupational autonomy. Research limitations/implications – The study was cross-sectional and based on self-report data of highly educated German retirees working in volunteer professional positions, thus potentially limiting the generalizability of findings. Practical implications – Organizations should enable post-retirement volunteer workers to meet their motivation goals by designing work opportunities to fulfill the motivational goals of achievement, appreciation, autonomy, contact, and generativity. Social implications – Post-retirement activities possess the potential to help solve societal problems by countering the shortage of specialists and managers at the same time that the burden on social security systems is reduced. Originality/value – The paper presents evidence that different personal motivational goals and occupational characteristics are important in post-retirement activities. The findings imply that work designs created for post-retirement activities should provide a variety of occupational characteristics, such as occupational achievement and appreciation.

How communication climate and organizational identification impact change

2019 ◽  
Vol 25 (2) ◽  
pp. 281-298
Author(s):  
Marlene S. Neill ◽  
Linjuan Rita Men ◽  
Cen April Yue
Keyword(s):  
Organizational Identification ◽  
Structural Equation ◽  
Online Survey ◽  
Internal Communication ◽  
Equation Modeling ◽  
Organizational Leaders ◽  
Communication Climate ◽  
Content Type ◽  
Employee Reaction ◽  
Employee Identification

Purpose The purpose of this paper is to examine why and how an open and participative communication climate matters for employee organizational identification and their change-specific responses, specifically employees’ attitudinal and behavioral reactions. Design/methodology/approach To test the hypothesized model, the authors conducted an online survey using a stratified and quota random sample of 1,034 US employees working in diverse industry sectors in June of 2018, with the assistance of a premier global provider of survey services, Survey Sampling International. To test the hypothesized model, structural equation modeling analysis was employed using AMOS 24.0 software. Findings An open and participative communication climate directly contributes to employee affective commitment to change and behavioral support. Communication climate featured by openness and participation boosts employee identification with the organization, which leads to positive employee reaction to change. When employees identify with the organization, they tend to believe in the inherent value of the change and are more likely to support the change initiative in action through cooperation and championship. Originality/value Theoretically, the study contributes to the change management and communication literature by focusing on the role of communication climate in inducing employee reaction to organizational change. Practically, the study offers insights for change managers, internal communication professionals and organizational leaders. Organizational leaders need to be open, create a trusting atmosphere and actively involve employees in the decision-making process. Organizational leaders and communicators should also strive to boost employee identification with the organization, especially during change.

Examining supply market scanning and internal communication climate as facilitators of supply chain integration

2015 ◽  
Vol 20 (5) ◽  
pp. 549-560 ◽  
Author(s):  
George A. Zsidisin ◽  
Janet L. Hartley ◽  
Ednilson S. Bernardes ◽  
Lance W. Saunders
Keyword(s):  
Internal Communication ◽  
Supply Management ◽  
Future Research ◽  
Market Information ◽  
Communication Climate ◽  
Content Type ◽  
Supplier Integration ◽  
Processing Theory ◽  
Supplier Performance ◽  
Internal Integration

Purpose – This paper aims to examine if supply market scanning and an organization’s internal communication climate are related to greater internal integration of supply management within the organization, and its subsequent effects on supplier integration and supplier performance. Design/methodology/approach – A conceptual model, using information processing theory as a theoretical lens, is proposed and tested utilizing survey data gathered from supply management professionals from five European countries. Findings – Supply market scanning and the organization’s internal communication climate are positively related to internal integration of supply management. Internal integration subsequently is positively related to supplier integration, which partially mediates the relationship with supplier performance. Internal integration is also positively and directly related to supplier performance. Research limitations/implications – Supply management fulfills a key role by being a conduit of information from the supply market to other internal functions and to ultimately improve supplier performance. Data were gathered from a single respondent in each firm and represents predominately manufacturing firms. Future research should use case studies to understand the process of how supply market information is conveyed internally, interpreted and used to improve supplier performance. Originality/value – This paper provides evidence supporting the importance of supply management in integrating supply market information within the firm and with suppliers, which subsequently improves supplier performance.

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